Strategic People Partner
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CAMFED (Campaign for Female Education)
Remote (local)- Location: Zimbabwe, Zambia, Tanzania , Ghana, Malawi
- Career category: Human Resources (HR)
- Job type: Job
- Experience level: Other (specified in job description)
- Organisation type: Civil Society
- Remote option: Remote (local)
- Right to work requirements: Right to work required in advance
- Remuneration: Not Disclosed
- Work schedule: Full-time
- Length of contract: Temporary/ Fixed-term
- Deadline: 18/05/2025
- Location: Zimbabwe, Zambia, Tanzania , Ghana, Malawi
About CAMFED
CAMFED (Campaign for Female Education) is a pan-African movement revolutionizing how girls’ education is delivered. Through a gold standard system of accountability to the young people and communities we serve, we have created a model that radically improves girls’ prospects of becoming independent, influential women. We’re a grassroots-led movement tackling poverty, inequality and injustice through girls’ education and women’s leadership.
Responsibilities
Specific Accountabilities
In collaboration with others deliver on the People and Culture Strategy which is grounded in our organisational strategy.
Support us to shift the perceptions of the People and Culture Service.
Introduce and embed a partnering approach – be the point person in your area, partnering with leaders across the continent to support them in addressing their people’s challenges and opportunities.
Partner with senior leaders to review organization design and development at local/team levels.
Build partnering understanding across the organization clarifying the roles of managers/leaders and coaching leaders as appropriate.
Build partnering capability within the People and Culture team.
Experience and Attributes
Essential
A belief that our role as a People and Culture service is to support our people to flourish so as to best serve our clients.
Significant experience as a Strategic People Partner (HRBP).
A strong belief in sharing learning and building internal capability.
Business acumen – ability to demonstrate an understanding of the impact of the latest economic and financial news on an organization.
Listening – the ability to be truly present and attentively listen to what is said, not said and how it is expressed.
Inquiry skills – the ability to skillfully select questions to broaden, narrow or deepen a conversation. Confident in challenging others to get to the root of people and organizational issues.
Ability to navigate organizational politics sensitively and with skill.
Strategic thinker – ability to dedicate time to thinking big picture and identifying longer term priorities.
Proactive approach, self-motivated and enthusiastic.
Ability to work autonomously and use initiative.
Able to work effectively with multiple timelines and deliverables.
Data analytics – ability to make sense of data being generated.
Global outlook – ability to work across globally diverse, cross-organizational teams.
Agility and adaptability – the ability to change course as necessary and spot opportunities and threats and act to implement change as appropriate.
Organizational development mindset – thinking systematically and systemically about relationships, groups and culture as well as capability.
Wellbeing – focusing on safety and wellness of self and others.
Experience of working across Sub-Saharan Africa.
The duties and responsibilities in this role profile are not exhaustive and are subject to change in accordance with the needs of the organization. A job profile needs to be flexible enough to allow us to be adaptive as an organisation.
CAMFED (Campaign for Female Education) is a pan-African movement revolutionizing how girls’ education is delivered. Through a gold standard system of accountability to the young people and communities we serve, we have created a model that radically improves girls’ prospects of becoming independent, influential women. We’re a grassroots-led movement tackling poverty, inequality and injustice through girls’ education and women’s leadership.
Responsibilities
Specific Accountabilities
In collaboration with others deliver on the People and Culture Strategy which is grounded in our organisational strategy.
Support us to shift the perceptions of the People and Culture Service.
Introduce and embed a partnering approach – be the point person in your area, partnering with leaders across the continent to support them in addressing their people’s challenges and opportunities.
Partner with senior leaders to review organization design and development at local/team levels.
Build partnering understanding across the organization clarifying the roles of managers/leaders and coaching leaders as appropriate.
Build partnering capability within the People and Culture team.
Experience and Attributes
Essential
A belief that our role as a People and Culture service is to support our people to flourish so as to best serve our clients.
Significant experience as a Strategic People Partner (HRBP).
A strong belief in sharing learning and building internal capability.
Business acumen – ability to demonstrate an understanding of the impact of the latest economic and financial news on an organization.
Listening – the ability to be truly present and attentively listen to what is said, not said and how it is expressed.
Inquiry skills – the ability to skillfully select questions to broaden, narrow or deepen a conversation. Confident in challenging others to get to the root of people and organizational issues.
Ability to navigate organizational politics sensitively and with skill.
Strategic thinker – ability to dedicate time to thinking big picture and identifying longer term priorities.
Proactive approach, self-motivated and enthusiastic.
Ability to work autonomously and use initiative.
Able to work effectively with multiple timelines and deliverables.
Data analytics – ability to make sense of data being generated.
Global outlook – ability to work across globally diverse, cross-organizational teams.
Agility and adaptability – the ability to change course as necessary and spot opportunities and threats and act to implement change as appropriate.
Organizational development mindset – thinking systematically and systemically about relationships, groups and culture as well as capability.
Wellbeing – focusing on safety and wellness of self and others.
Experience of working across Sub-Saharan Africa.
The duties and responsibilities in this role profile are not exhaustive and are subject to change in accordance with the needs of the organization. A job profile needs to be flexible enough to allow us to be adaptive as an organisation.
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